Newsletter

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Masculinity at the negotiation table: A theory of men’s negotiation behaviors and outcomes.
Mazei, J., Zerres, A., & Hüffmeier, J. (2021). Masculinity at the negotiation table: A theory of men’s negotiation behaviors and outcomes. Academy of Management Review, 46(1), 108–127. https://doi.org/10.5465/amr.2017.0570
Many men are famous, perhaps even infamous, for their heightened assertiveness in negotiations and other kinds of social interactions. Examples include Jeff Bezos, the influential American businessperson Carl Icahn, and, who would have guessed it, President Donald J. Trump. In this article, we build on past insights from multiple scientific disciplines to propose a theoretical model that explains men’s emotional experience, behaviors, and outcomes in occupational negotiations. Following extant work, one central notion is that men aim to negotiate assertively and successfully in an attempt to show others, and maybe themselves, how “masculine” and “high-status” they are.

 

Strategies aimed at reducing gender differences in negotiation are perceived by women as ineffective.
Mazei, J., Mertes, M., & Hüffmeier, J. (2020). Strategies aimed at reducing gender differences in negotiation are perceived by women as ineffective. Sex Roles, 83, 580–594. https://doi.org/10.1007/s11199-020-01130-4
A widespread notion is that women may earn less than men because they negotiate their pay less assertively. Make no mistake: The issue is not that women are simply less capable of negotiating assertively. Rather, research has clearly shown that women as compared to men are perceived more negatively if they do so, and these negative perceptions can result in serious drawbacks at work that women rightly aim to avoid. To address this problem, past research has come up with promising strategies that women could use in negotiations. Yet, in our study, we observed that these strategies have characteristics that can let them appear ineffective (although they might actually be effective). As a result, these strategies can end up not being used. Thus, our study suggests that research will need to come up with novel and fresh ideas of how to address the disadvantages that women face in negotiations, so that gender equality is ultimately achieved. 

Ausbildung und beruflicher Werdegang

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Seit 10/2017	Akademischer Rat auf Zeit Sozial-, Arbeits- und Organisationspsychologie TU Dortmund
06/2017	Promotion zum Dr. rer. nat. Organisations- und Wirtschaftspsychologie Westfälische Wilhelms-Universität Münster
02 - 03/2016 & 08 - 09/2016	Gastwissenschaftler Stony Brook University, Stony Brook, NY, USA
09/2015 - 09/2017	Wissenschaftlicher Mitarbeiter Sozial-, Arbeits- und Organisationspsychologie TU Dortmund
04 - 07/2015	Lehrauftrag Sozial-, Arbeits- und Organisationspsychologie TU Dortmund
09 - 11/2013	Gastwissenschaftler DePaul University, Chicago, IL, USA
09/2013 - 08/2015	Wissenschaftlicher Mitarbeiter DFG-gefördertes Forschungsprojekt „Prozessgewinne in Teamverhandlungen durch explizite Zuweisung von Teilaufgaben” Bundesanstalt für Arbeitsschutz und Arbeitsmedizin (BAuA), Dortmund
04/2012 - 03/2015	Teilnahme am DFG-geförderten Graduiertenkolleg „Vertrauen und Kommunikation in einer digitalisierten Welt“ Westfälische Wilhelms-Universität Münster
11/2011 - 08/2013	Wissenschaftlicher Mitarbeiter Organisations- und Wirtschaftspsychologie Westfälische Wilhelms-Universität Münster
11/2011 - 06/2017	Promotionsstudium Organisations- und Wirtschaftspsychologie Westfälische Wilhelms-Universität Münster
10/2011	Diplom in Psychologie Westfälische Wilhelms-Universität Münster
2006 - 2011	Studium der Psychologie Westfälische Wilhelms-Universität Münster

 

Forschungsinteressen

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• Verhandlungen und Konfliktmanagement
• Diversity
• Technologie
• Teamarbeit
• Open Science

 

Publikationen

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Zeitschriftenartikel (peer-reviewed)

• Mazei, J., & Hüffmeier, J. (in press). Are women less likely to ask than men partly because they work fewer hours? A commentary on Artz et al. (2018). Meta-Psychology.
  
• Torka, A.-K., Mazei, J., & Hüffmeier, J. (in press). Together, everyone achieves more—or, less? An interdisciplinary meta-analysis on effort gains and losses in teams. Psychological Bulletin.
• Schäpers, P., Windscheid, L., Mazei, J., Thielsch, M., & Hertel, G. (in press). “Like will to like” or “opposites attract”? Management board diversity affects employer attractiveness. Gender in Management. doi:10.1108/GM-10-2019-0182
  
• Mazei, J., Zerres, A., & Hüffmeier, J. (2021). Masculinity at the negotiation table: A theory of men’s negotiation behaviors and outcomes. Academy of Management Review, 46, 108–127. doi:10.5465/amr.2017.0570
• Mertes, M., Mazei, J., & Hüffmeier, J. (2020). "We do not negotiate with terrorists!" But what if we did? Peace and Conflict: Journal of Peace Psychology, 26, 437–448. doi:10.1037/pac0000446
• Mazei, J., Mertes, M., & Hüffmeier, J. (2020). Strategies aimed at reducing gender differences in negotiation are perceived by women as ineffective. Sex Roles, 83, 580-594. doi:10.1007/s11199-020-01130-4
• Hüffmeier, J., & Mazei, J. (2019). Symmetrical conflicts also allow for the investigation of attack and defense. Behavioral and Brain Sciences, 42, E125. doi:10.1017/S0140525X19000724
  
• Hüffmeier, J., Filusch, M. A., Mazei, J., Hertel, G., Mojzisch, A., & Krumm, S. (2017). On the boundary conditions of effort losses and effort gains in action teams. Journal of Applied Psychology, 102, 1673-1685. doi:10.1037/apl0000245
  
• Windscheid, L., Bowes-Sperry, L., Mazei, J., & Morner, M. (2017). The paradox of diversity initiatives:  When organizational needs differ from employee preferences. Journal of Business Ethics, 145, 33-48. doi:10.1007/s10551-015-2864-1
• Hüffmeier, J., Mazei, J., & Schultze, T. (2016). Reconceptualizing replication as a sequence of different studies: A replication typology. Journal of Experimental Social Psychology, 66, 81-92. doi:10.1016/j.jesp.2015.09.009
• Mazei, J.,* Hüffmeier, J.,* Freund, P. A., Stuhlmacher, A. F., Bilke, L., & Hertel, G. (2015). A meta-analysis on gender differences in negotiation outcomes and their moderators. Psychological Bulletin, 141, 85-104. doi:10.1037/a0038184  (* kennzeichnet geteilte Erstautorenschaft)

Registered Reports, Stage 1 Peer-Reviewed (see www.cos.io/initiatives/registered-reports)

• Mazei, J., Bear, J. B., & Hüffmeier, J. Explaining gender differences in negotiation: A close replication of Amanatullah and Morris (2010). Journal of Experimental Psychology: General.

Buchkapitel, Onlinepublikationen, Forecasting Collaborations

• Mazei, J. (2019). Technology enables and reduces sex differences in society. In T. L. Pittinsky (Ed.), Science, Technology, and Society (pp. 234-252). Cambridge University Press. doi:10.1017/9781316691489.010
• Mazei, J., Reif, J. A. M., Kugler, K. G., & Hüffmeier, J. (2019). Warum sich Frauen und Männer in Verhandlungen unterscheiden. In-Mind Magazin.
• Mazei, J., & Hertel, G. (2016). Trust in electronically mediated negotiations. In B. Blöbaum (Ed.), Trust and Communication in a Digitized World. Models and Concepts of Trust Research (pp. 191-204). Springer International Publishing.
• Tierney et al. (2021). A creative destruction approach to replication: Implicit work and sex morality across cultures. Journal of Experimental Social Psychology, 93, doi:10.1016/j.jesp.2020.104060 [Member of forecasting collaboration]
• Tierney et al. (2020). Creative destruction in science. Organizational Behavior and Human Decision Processes, 161, 291-309. doi:10.1016/j.obhdp.2020.07.002 [Member of forecasting collaboration]

 

Preise, Würdigungen und Drittmittel

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2019	Besondere Würdigung der Dissertation durch das Fach Psychologie Westfälische Wilhelms-Universität Münster
2013	Best Student Paper Award, 26. Kongress der International Association for Conflict Management (IACM) Titel des Beitrags: Mazei, J., Hüffmeier, J., Freund, P. A., Stuhlmacher, A. F., Bilke, L. & Hertel, G. (2013). Gender differences in negotiation outcomes: A meta-analysis on main and moderator effects.
2012-2013, 2013 & 2014	Drei Lehrpreise für das beste Seminar im Fachbereich Psychologie Westfälische Wilhelms-Universität Münster
2015	Research Residency Program des Dispute Resolution Research Center (DRRC), Kellog School of Management an der Northwestern University Förderung eines akademischen Austausches, gemeinsam mit Dr. Julia Bear (Stony Brook University); Umfang: 19.000 USD
2012, 2015 & 2018	Deutscher akademischer Austauschdienst Förderung von drei Kongressreisen
2009	Förderstelle "Safir", Westfälische Wilhelms-Universität Münster Unterstützung eines Forschungsprojekts, gemeinsam mit Anneke Dubbel und Timo Skodzik, unter der Anleitung von Prof. Dr. Joachim Hüffmeier; Umfang: 1.200 €